With the emergence of coronavirus, the spreading of killer hornets, and even the crazy antics of Joe Exotic and Carol Baskin on the popular series Tiger King, we can all agree that 2020 has been a strange and surprising year. If 2020 taught us nothing else, it taught us to embrace change.

Businesses also learned to adjust to this new reality, as the pandemic forced some companies to shut down and others to understand the meaning of being essential. Open businesses trained employees on sanitizing products, enforcing social distancing, and limiting the number of customers in each store. Industries that had to close their doors went remote, with employees attending Zoom meetings, learning to Slack one another, and coping with working while schoolage children asked for yet another snack.

As states begin to open back up and employees return to an office setting, companies will need to learn to adapt to change once again. According to Nasdaq, a platform known as Adzuna, which tracks jobseeker searches and recruitment trends, reports that there has been a 600% increase in searches that include the keywords “remote,” “work from home,” and “telecommute.”

Adzuna also notes that companies are responding to these jobseeker requests, with a 270% increase since 2017 in job postings that are remote.

Whether your company is currently hiring remote workers or looking to hire in-house employees once the stay-at-home orders have been lifted, you need to be prepared for post-pandemic hiring. Top performers need to be identified, processed, and at their desks before other companies — which are just as eager to hire — snatch them out of the candidate pool.
When identifying and hiring top candidates in our post-pandemic world, consider the following
key steps:

One: Rely on HR Technology
Utilizing the right technology is paramount in quickly and efficiently hiring top talent while ensuring that you reach out to candidates that are a good fit not only for the role, but also for your company culture. Use HR tech in recruiting, communicating with, and hiring potential candidates.

Two: Go Digital
COVID-19 forced companies to go digital in many aspects of day-to-day operations. Continue to utilize digital opportunities in recruitment, onboarding, and other hiring aspects to speed up your company’s hiring process.

Three: Hire Remotely
According to a survey by Clutch, a B2B ratings and reviews platform, two-thirds of employees have been working remotely, at least in part, during the coronavirus pandemic. People have become accustomed to working in their pajamas, and the work-from-home stigma has been lifted. Now is the time to remove old job postings and create new, fresh job ads that recruit, screen, onboard, and even train remotely.

Four: Use Virtual Interviewing Technology
Rather than trying to maintain social distancing during face-to-face interviews, utilize virtual interviewing technology instead. Just like conference calls and meetings have gone virtual, interviews can be completed entirely online, allowing both manager and candidate to remain safe and healthy.

Five: Automate Hiring
The key to hiring post-pandemic will be speed. Automating your hiring process will ensure that you can locate and reach out to the best candidates before your competition has a chance to sort through resumes. Use an AI system that works 24/7 to maintain your HR functions, such as assessing, interviewing, and hiring candidates for your company.
Change is necessary if you want to stay ahead of the competition and reach top talent in a postpandemic business world. Companies are going to be fighting for the glut of labor that will enter the working force and your business must act fast to acquire the best candidates before they receive other offers.
If you’re interested in speeding up your hiring process without reducing the quality of candidates, check out HRMC Acclaim.

To explore this further just send an email to ron.selewach@hrmc.com or give me a call at 800-749-4960 x25

Ron Selewach

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